An Instrument for Measuring Work-place Motivation Essay

An Instrument for Measuring Work-place Motivation - Essay Example This essay discusses that the results for mean values on the Maslow’s test for the four elements of security, acceptance, esteem, and self-actualization showed a low standard deviation value. Since standard deviation is low, this indicates that the mean values for the group with no knowledge about the motivation testing fall closely within the range of the mean values obtained for those with knowledge. As a result, this is not statistically significant. On the ANOVA test, in terms of analysis of the variance between means, the null hypothesis which will be assumed is that the group means are all equal and the alternative hypothesis is that they are not equal. In the case of security, the F value is high, i.e, 3.49 and the significance level is low,i.e., 0.72. This suggests that the null hypothesis is discredited and the means could be significantly different; hence those who are informed the survey is for testing their motivation may have reported different values from those n ot so informed. For all the other variables, however, the F values are smaller while the p values are bigger, thereby suggesting that the means between the two groups are not significantly different. On this basis, it may be concluded that where esteem, self-actualization, and acceptance are concerned, there is not much difference between the two groups.  This essay discusses that the results for mean values on the Maslow’s test for the four elements of security, acceptance, esteem, and self-actualization showed a low standard deviation value. Since standard deviation is low, this indicates that the mean values for the group with no knowledge about the motivation testing fall closely within the range of the mean values obtained for those with knowledge. As a result, this is not statistically significant. On the ANOVA test, in terms of analysis of the variance between means, the null hypothesis which will be assumed is that the group means are all equal and the alternative h ypothesis is that they are not equal. In the case of security, the F value is high, i.e, 3.49 and the significance level is low,i.e., 0.72. This suggests that the null hypothesis is discredited and the means could be significantly different; hence those who are informed the survey is for testing their motivation may have reported different values from those not so informed. For all the other variables, however, the F values are smaller while the p values are bigger, thereby suggesting that the means between the two groups are not significantly different. On this basis, it may be concluded that where esteem, self-actualization, and acceptance are concerned, there is not much difference between the two groups.   On the basis of the above results, where job redesign is concerned, it appears that in view of the sharp differences between the group aware of the motivation test and the group not aware of it, motivation may need to be enhanced. The positive values expressed by the group a ware of the motivation test, suggests that this could be driven by anxiety about restructuring or downsizing of jobs. But the true results on the job constructs may be held to be those stated by those unaware of the motivation test. Maslow’s test reveals that levels of motivation may not be very high among the participants in this survey because the general trend in the responses is towards the lower scale.